After spending several years dedicated to full-time parenting, the time has come to re-enter the workforce. How do you approach this transition and prepare to impress recruiters? Additionally, are there particular countries that facilitate the process of returning to work after a parental break?
What is a "parental break"?
Parental leave, or a parental break, refers to a period when parents dedicate themselves to full-time childcare. Some individuals perceive the parental break as distinct from parental leave, extending over 2, 5, 8 years, or even longer. Whether influenced by socio-economic factors or personal choice, this hiatus entails a significant duration where the parent focuses solely on raising their children and foregoing professional engagements.
Let's take, for example, expatriate couples where one partner is employed while the other manages household affairs. This division of duties may or may not be intentional; sometimes, it's a necessity driven by practical and economic factors. The accompanying spouse may have left their job to relocate with their partner and is now seeking employment in the foreign country, undergoing retraining, or opting to focus on full-time parenting.
The concept of a parental break reminds us that the definition of "work" extends beyond the typical understanding. Work is more than just paid employment; it includes various activities, such as parenting.
But how can you effectively highlight this parental break on your resume? Some fear it will cause potential conflicts or lose reference points. However, this fear is based on a common misconception. It fails to recognize that parenting is indeed a legitimate job that hones valuable skills and qualifications.
Which countries make it easier to resume work after a parental break?
Sweden, known for its generous parental leave policies, prioritizes creating a protective environment for women. Sweden was also among the top countries for expatriates, particularly for women, in 2023. The Swedish model is renowned for its focus on women's career advancement.
Finland and Norway, similarly popular among expatriates, are recognized for their generous parental leave policies and commitment to achieving gender equality. These countries also provide more significant support for parents re-entering the workforce. With its 2021 paternity leave reform and advancements in women's rights, Spain also strives to facilitate the return to work after a parental break. In the UK, taking parental breaks can be viewed positively and can enhance one's CV.
However, significant challenges remain. Women employees, regardless of whether they are expatriates, continue to face pay disparities, with men often earning more for the same skillset. For expatriate women employed in countries with high gender pay gaps, the disparity can be even more pronounced. For these women, progress in parental leave policies must be coupled with a concerted effort to address wage inequality effectively, alongside comprehensive reforms to consider other aspects of parenthood, such as increasing the availability of childcare facilities.
It's crucial to consider how companies perceive parental breaks. That's why understanding the parental leave laws in the host country is vital. Surprisingly, this aspect is often overlooked by expatriates when considering essential questions before relocation. Usually, these matters only come to light when plans for starting a family are underway.
Work culture about parental breaks
Many companies still link "parental break" with "being disconnected from the workforce," emphasizing paid employment as the sole indicator of social status. Advocates for parental leave challenge this perspective, highlighting a paradox. While countries are implementing policies to address demographic concerns, they often fail to address wage disparities and other forms of discrimination against women, including those visible in the workplace.
In January 2023, the South Korean government proposed extending parental leave from one year to eighteen months for both women and men, aiming to encourage couples to have children. However, the prevailing work culture presents challenges. This culture also impacts expatriates who are determined to prove themselves but are hesitant to exercise their rights. Taking a stand is difficult when nobody else in the company does. Many prefer to align with company norms rather than risk losing their position or facing disapproval. Returning to work after a parental break becomes daunting when the company seems unsupportive of the return process.
The situation in South Korea reflects a broader trend observed in other countries. Governments grappling with demographic challenges are introducing measures to boost birth rates. However, many employers still view parental breaks unfavorably. Interestingly, not all companies reluctant to accommodate parental leaves are large multinational corporations. For instance, BlaBlaCar, a car-sharing company, provides an additional four weeks of fully paid leave for young parents. Similarly, Mobidys, a publisher specializing in accessible books for people with dyslexia, offers ten weeks of fully paid leave. Companies like Netflix, Volvo, Google, and Microsoft also provide extended parental (or paternity) leave as part of their benefits package.
How do you get back into the job market after a parental break?
Behind this issue lies the concern about CV gaps. Is it possible to pursue a career abroad with loopholes in your CV? Expatriates and locals tend to shy away from it, as CV gaps are still viewed negatively. Many candidates feel compelled to conceal periods of unemployment, illness, or simply a break from the workforce, such as taking time off to care for their children.
Nevertheless, companies often appreciate other "time out" instances, such as humanitarian trips or participation in social activities abroad. These unpaid experiences are recognized for their merit. They provide insights into the candidate's personality and showcase a blend of hard and soft skills. Conversely, parental leave is still subject to stigma, with some mistakenly equating it to a vacation rather than recognizing it as the demanding day-to-day job it truly is.
Still, there's a shift in perception underway. Parental leave advocates actively work to eliminate the stigma associated with parental leave being viewed as a "gap" on one's CV. Their primary recommendation for expatriates is to research the company culture thoroughly. How supportive is the company towards parents? Are there flexible scheduling options available to accommodate childcare responsibilities? Additionally, it's essential to consider what support systems the host country offers for parents, such as prenatal care, availability of childcare facilities, educational opportunities, etc.
Highlighting parental breaks on your CV
The most effective way to defend your entitlement to parental leave is by openly discussing it. Clearly indicating "parental leave" on your CV, like any other job, elevates this experience to the same status as other professional endeavors. Additionally, it's crucial to highlight all the skills acquired during this period, just as you would for any other position: crisis management, effective communication under pressure, team leadership, organizational skills, inventory management, advisory roles, language proficiency, negotiation abilities, project development, and more.
Feel free to give your parenting break a title. How would you describe your role? "Educational Facilitator," "Family Project Coordinator," or "Family Team Leader" are some of the titles we observe on the CVs of parents re-entering the workforce.
Training
We recommend against swiftly transitioning from the realm of family responsibilities to diving into job hunting. Instead, it's wise to begin by reassessing your career trajectory. Your career aspirations may have shifted during your parental leave. Take the opportunity to redefine your professional goals through skills assessment and similar exercises. Additionally, familiarize yourself with the job market in your host country. If necessary, consider pursuing further training. Don't forget "passive training" during your parental leave, such as staying updated with current affairs, mastering new software, or learning the language of your expatriate destination.
Anticipate
Taking an extended break from the job market can lead to feeling disconnected. While you may still understand how things operate, you might not necessarily feel like you belong. This underscores the importance of training to bridge the gap. Although criticism may persist, being adequately prepared enables you to respond effectively. Expatriate women, in particular, often face scrutiny, with assumptions that they lead a life of leisure rather than pursuing career aspirations abroad. This hiatus from the corporate world can impede their professional progress. Men re-entering the workforce after a break may also encounter criticism. Anticipate such challenges and seek support from a coach or an organization specializing in re-entering the workforce to help prepare for job interviews and navigate these situations.
Putting things into perspective
Returning to the job market after a long absence can be daunting. These understandable fears should not be dismissed or hidden but rather examined closely. Often, behind these fears lie concerns about one's competencies, others' judgment, feelings of guilt or shame for taking time away from work, a sense of devaluation, loss of familiarity, and more. Taking the time to undergo training can help rebuild self-confidence and enhance your ability to present yourself effectively to employers.
Parental leave policies around the world
When discussing parental leave, it's almost instinctive to turn to the Scandinavian countries, known for their progressive policies. Their social initiatives have demonstrated their effectiveness. Take Sweden, for instance, where mothers are entitled to 18 weeks of fully paid leave. On the other hand, fathers have 5 weeks of leave, which can be taken in conjunction with the mother's leave. Both parents have an additional 32 weeks of leave available until the child's first birthday, with partial compensation provided during this period.
According to UNICEF's June 2021 report, Sweden, Iceland, and Luxembourg are recognized for providing the most "generous" parental leave policies for "both parents." However, despite such measures, inequalities persist. Even in Sweden, where the terms "maternity leave" and "paternity leave" have been prohibited for some time, the majority of parental leave is still typically taken by mothers.
In Germany, parents are entitled to 14 months of leave, receiving 65% of their salary during this time. These 14 weeks can be taken by either the child's father or mother. In Norway, fathers are entitled to 14 weeks of fully paid leave, extendable to 32 weeks if desired. Additionally, various regional schemes complement national laws to support parents further. In 2021, Spain took the lead among its European counterparts by granting fathers 16 weeks of leave. Meanwhile, Canada offers 5 weeks of leave, including for same-sex parents.
However, many Asian and African countries still have limited parental leave provisions, with little recognition of the father's role. Additionally, there's scope for improvement in the United States. Currently, the country only offers 12 weeks of unpaid leave, subject to conditions, and there are no federally mandated provisions for leave specifically designated for fathers.
